Two-team fall-out
A long-running clash between adjacent teams, resolved in one joint session.
What happens first?
How a mediation with us gets off the ground, step by step
Request a conversation
You get in touch by phone or through the form, and we reply within one working day to arrange a short, no-obligation call about the situation.
A first call to hear both sides
On that call you talk us through what has happened and what you want to change, and we explain plainly whether mediation fits and what it would involve.
Agreeing the ground rules
If you decide to go ahead, we confirm who will attend, set out the confidentiality terms in writing, and agree a date, time and neutral venue that suits everyone.
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Private meetings with each party
Before the joint session, we meet each person separately so they can speak freely, test how they feel about the issues, and prepare for the conversation ahead.
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The mediated conversation
We bring everyone together in a structured, chaired session, working through the issues one at a time and keeping the discussion calm, fair and focused on the future.
Putting the outcome in writing
Where an agreement is reached, we draft a clear summary for all parties to check and sign, so there is a shared record of what has been decided.
JPW Mediation Advisory is the trading name of JPW Mediation Services Limited, a workplace mediation practice working with employers and employees across the UK. We are deliberately small. That means the person you speak to on the first call is the same person who chairs your mediation, drafts the agreement and answers your questions afterwards. You will not be passed between departments or briefed to a rotating panel of strangers.
Our work covers the disputes that build up quietly in workplaces: clashes between colleagues, friction after a restructure, grievances that have stalled, and relationships that have broken down between a manager and their team. These are rarely about the facts alone. They are about trust, being heard and finding a way to work together again without a formal process dragging on for months.
We work confidentially and without taking sides. Nothing said in a private meeting is passed on without that person's agreement, and we do not decide who is right. Our job is to give everyone a fair structure to talk in, ask the awkward questions gently, and help the people involved reach their own terms rather than have a solution imposed on them.
The practice is led by a mediator with a background in employment relations and a plain-spoken approach to explaining the process. We will always tell you honestly if mediation is not the right route for a situation, even when that means turning down the work. If you are unsure whether your dispute is suitable, the first conversation costs nothing and usually makes the answer clear.
How do you work?
A calm room, a clear structure and no surprises
We hold sessions in neutral, quiet spaces away from the usual office, because a change of setting does more for the mood than most people expect. The day has a shape to it that we explain in advance, so nobody arrives wondering what will happen next.
What have you handled?
A few of the workplace disputes we have mediated
Manager and team member
A breakdown in trust between a manager and a team member, rebuilt over two sessions.
Post-restructure friction
Friction after a departmental restructure, settled into a written working agreement.
What do you turn down?
The work we do not take on as a mediation practice
We do not act as an investigator or produce findings of fact in a grievance or disciplinary process, and we will not be asked to recommend who was at fault.
Cases where one party has not agreed to attend voluntarily are outside what we do, because mediation only works when everyone has chosen to be in the room.
We decline to give legal advice on employment rights or represent either party in a tribunal, and we recommend you consult a solicitor where that is needed.
Where there is a live allegation of violence, harassment or a safeguarding concern, we will not begin mediation until the appropriate formal procedures have been completed.